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Reviews about "uwe"Return to all Reviews
- Current Employee★★★★★RecommendCEO ApprovalBusiness Outlook
The pay is relatively competitive. The annual leave and uni closure days are good. There are many routes into management if you are keen to progress.
Recent removal of the flexible working policy has meant that staff are often working extra hours at peak times to get the work done but are unable to take the hours back. UWE are often slow to recruit to vacancies which often means that the current staff are left covering the extra workload for extended periods of time. It is quite top heavy with management and often it is not clear exactly what members of senior management do. There are currently very high levels of stress among staff in multiple different teams. This is partly due to the fallout of the Covid pandemic but partly due to ever-growing workloads. I feel that UWE could have done more to support its staff in the transition back to the office and had more flexibility with this. I feel that UWE could have taken the time to retain some of the benefits of working from home as opposed to just assuming we should return to the office for the majority of our working hours.
- Current Employee★★★★★RecommendCEO ApprovalBusiness Outlook
uwe is an amazing place to work
holidays can be hard to use up as work is so ejoyable
- Current Contractor, more than 10 years★★★★★RecommendCEO ApprovalBusiness Outlook
Great opportunities. Great benefits. Amazing support. Great pay. Generous holiday entitlement, plus extras added onto bank holidays. Amazing pension contributions. Great training opportunities. Beautiful campuses. Lovely canteens/cafes. Hardworking teams across the University who all pull together.
As long as you love a busy environment, like to deliver great customer service and love supporting other team members, then I cannot think of anything negative for you at UWE.Continue reading
- Current Employee, more than 10 years★★★★★RecommendCEO ApprovalBusiness Outlook
Great benefits, good focus on staff and student wellbeing, investment in building beautiful buildings (as well as improving the older ones), amazing campus grounds with beautiful trees and flowers, the coffee is great too. With a people centric ethos of a library, cafes, shops, a gym, nursery, post office and a barber's on site, working for UWE Bristol is more like working for a community than working for a business. I am proud to work for UWE Bristol, it is an organisation that is flourishing, achieving great goals and provides fantastic learning opportunities to it's students and staff, take a look at their 'ranking and reputation' internet page for more details.
It's a large organisation, sometimes communications are a little lost when disseminated via managerial routes. The recent investment in IT infrastructure due to the Covid situation has meant much clearer communication channels on a team, departmental and university wide level.Continue reading
Totally agree with you that communication has been greatly improved over the last 6 months, greater trust imparted to staff to manage their work in the way that suits them which in turn has delivered some great results. The intention is to continue this moving forward - and I know the VC has said that he is happy to continue with his fortnightly Q&A if we still want it!
- Current Employee, more than 1 year★★★★★RecommendCEO ApprovalBusiness Outlook
UWE is made up of 3,500 staff and 27,000 students, so you are not just working in a company - you are working in a whole community! A community that is full of opportunity, creativity and enthusiasm - and that is what makes it a great place to work. Staff are welcoming and supportive, diversity is encouraged and flexible working patterns supported. Work/life balance is actively encouraged and the benefits (particularly pension) are excellent.
It can take some time to reach decisions given the size and diversity of the university, however the Leadership Team are committed to moving forward with a relevant offering for our students in order to equip them for the world of work.Continue reading
Thanks for taking the time to write this review. Please make sure that you tell your friends about the opportunities in support services here at UWE - as sometimes people think that universities only employ academic staff!
- Current Employee★★★★★RecommendCEO ApprovalBusiness Outlook
UWE is a benign employer that makes an effort to be nice to employees.
Your experience is likely to be very dependent upon the faculty/service you are a member of. I've found the IT Service to be beurocratic, exceedingly hierarchical (to the point senior managers will NEVER get to know people below a certain grade), and have generally had an unhappy experience. However, people in other services and other jobs have a pretty nice time, I'm told.
Appreciate you taking the time to comment. Disappointing to hear your feedback about ITS, so this has now been passed on anonymously to the Senior Management Team. They have replied to say that there are regular drop-in sessions for anyone to sign up for to provide an opportunity to meet a member of the senior team and talk about anything they like - and they would welcome any constructive comments. Recent staff survey results were extremely positive across the board, so hopefully this will be fed back to you shortly in the individual Service feedback sessions
- Former Employee★★★★★RecommendCEO ApprovalBusiness Outlook
Get to build your communication skills, ability to work in teams, have a chance to manage or lead a group of ambassadors, work closely with lecturers and network with fellow ambassadors and UWE personnel.
Hard to acquire some work opportunities under the scheme due to the abundance of ambassadors, not enough training.
- Current Employee, less than 1 year★★★★★RecommendCEO ApprovalBusiness Outlook
The people at UWE are always friendly and I feel that I am completely supported in my role. I am paid well above the minimum wage which I believe shows how UWE views its employees as people not just cogs in a giant machine. My middle management and those very senior within the university are always friendly and I feel like we are all in a partnership all working in different forms to ensure UWE is as good as it can be.
As I work within the hospitality service there are often queries as to why the catering outlets close as early as they do and do not open on weekends.Continue reading
- Former Employee, more than 5 years★★★★★RecommendCEO ApprovalBusiness Outlook
Being a University in the beautiful South West you get to live and work in some of the nicest parts of the UK. UWE it self is fairly nice place to work as a new graduate, gives you the opportunity to get some work experience and be surrounded by students. Most other educational establishments will give you an interview after working here since it's a University. Most people working at the university are really nice so long as they haven't been promoted into management.
Too many middle management running around using jargon management talk and too much reorganization in the establishment both which leaves the workers demoralized and unmotivated. There is hardly any progress opportunities within the establishment once you progress to the top of your salary scale unless you are prepared to apply for a middle management position, don't expect any promotion or training. If fact if you are good at job you will not be promoted since they can't really replace you just expect more work load! if you are on the other hand useless you'll do well in being promoted. Under no circumstance will you be provided with any useful IT training! HR are more concerned with business objectives than health and well being of the employees, if you are sick more than 10 days a year, you will have to meet with HR and justify having being ill for example having caught the freshers flu! if it happens again expect formal warnings and so on. HR will openly tell you that this is a business ran for profit and that most things don't seem to matter other than getting the students fees. UWE HR have no intensive to deal with bullying in the work place either, they handle this particular issue really badly even if there are multiple employees complaining about the same person. Also top of the cons might be commuting to Frenchay Campus, since parking is extremely costly and the roads are congested, however you can cycle around 6-7 miles from Bristol town to reach work!Continue reading
- Current Employee, more than 3 years★★★★★RecommendCEO ApprovalBusiness Outlook
Good tolerance of things like flexitime, working from home, balancing life and work and children-related flexitime and time out from work. Welcoming to older people (2nd career students and so on), women, muslims, all sexualities and so on. Senior management seems to desire inclusivity (like Athena Swan and so on), but there are some issues (see cons). There is also a level of ruthlessness in the senior management approach to courses and areas to invest in, which, although not everyone likes this, suggests that the university is unlikely to run out of money. Although, like all universities, money is spent on things like pretty buildings. There is a genuine engagement with local businesses and applied research, although the focus on small to medium enterprises can exclude efforts to engage with large and international enterprises. There is engagement with the local high school students through things like careers fairs. There is a engagement with the public through things like festivals, talks and tours. Lots of opportunity to move around and learn new research skills (largely because they don't care about research or police it beyond the health and safety level). Lots of personal development, continuing professional development, teaching courses available. Little policing of hours spent at UWE, so you can work from home, or take flexitime easily. Almost open and fair approach to researcher promotion. It is possible to fill in a form explaining why you deserve a promotion, get it considered by the department/faculty and get feedback as to why you didn't get it, which is helpful (and was a change that took place whilst I was there, which does show a commitment to improvement). However, you need a business case for promotion, which does mean that the promotions go to those who are best at getting funding, not necessarily those who are best as their job (this is the same at every uni, I think). H.R. and finance departments are a little too keen on forms, a little anal about the filling in of them (if you have bad handwriting, don't even bother trying to do them by hand) and the processes change too often, but the form overhead is well managed compared to most universities. The finance team will sort out grant application finances for you and the bidding support people are good at their jobs. Keen on the filing of patents, the patent agreement is generous to researchers and they are interested in applying research and licensing patents to companies. But, the university currently has only a part time technology transfer officer and they really need 2 full time ones, and they are too keen to licenses to small, local SMEs rather than engaging with large, multinational corporations and patent opportunities fall through the gaps and, in one case, it took a year to file a patent and some of the work was accidentally published before filing. The uni-run bus service has vastly improved and is usable for getting to and from work. The university senior management does seem genuinely engaged in improving things.
If you don't fit in, you will be told to not come back! There is a huge difference in this across the faculties, so it depends where you end up. Some faculties are not very tolerant of differences, despite a huge effort to be inclusive from the top levels of management and some level of success in inclusivity. There is some institutional bullying at the lower levels in some departments. Anyone with any mental health issues is likely to have difficulties, some departments are not very supportive. Some first-line bosses block their post-doc's attempts to 'get-out-from-under' and have an independent research career. Generally, the university is uninterested in research success, again, the top levels of management encourage it, but lower levels do not recognise or reward it. There are wasted opportunities to pursue lucrative research ventures with external bodies, due to lack of interest at the departmental level. There are some oddities where great researchers with very high profiles externally do not get internal recognition -- this goes to internal researchers skilled at politics and cronyism, even if they have a low external profile. Similarly, external impact is often overlooked as well. There is also an over-focus on the professor as compared to the post-doc. The institutional view seems to be that the professor does all the intellectual work of a project and the post-doc is just a pair of hands (i.e. they act like a research assistant or research technician), there is no understanding that research associates (which I define as someone who has their PhD), research fellows and senior research fellows do a vast amount of intellectual work and contribute independent ideas. Thus, any research success that is recognised goes to the professors. It is also difficult to get support for external bidding at the RA, RF and SRF level, as a professor must be put on the grant and work put in to develop grants by the lower levels is ignored. This results in the university losing promising early and middle career researchers because they are not interested in retaining those people and their skills. Therefore, there is a chance that the university will end up top-heavy, with many highly paid university lecturers (who may then retire) and no qualified early or middle career researchers to take their place or expand the research and bidding potential of university. This is highly wasteful as the university has put in the time to train these people (often from their PhD's) and then loses them to other institutions once the researchers are efficient at producing research. No clear level of direction of research in some faculties. Some institutions, such as the BRL, have a very clear direction and leadership, some departments and faculties lack leadership and change their research focus every year! This is compounded by the highly irritating habit of departmental and faculty level management renaming the departments and research groups on an almost yearly basis. I think they rename it to indicate a change of direction instead of implementing proper leadership. The names picked tend to be rather long and unwieldy (and not particularly descriptive of what the department does), and take up a large amount of space on research papers (quite irritating if you submit research papers to somewhere that strictly limits page length). It does not look good externally to have names so vague as to mean nothing, and makes it hard to cultivate an external reputation. The solution seems to be publishing papers and maintaining websites in the names of groups/departments/research centres that do not actually exist in the university structure any more. Personally, despite not liking renaming things, I would love it if the university could rename itself to the Technical University of Bristol, or something, as outside the UK there is no stigma attached to the word 'Polytechnic', Bristol has a good reputation globally as a technical city and it would make it easier to build up a good reputation with colleagues at Technical Universities of the US, the Technichsche Universitat of Germany and the Polytechnica's of Italy. There is too much pointless competition between departments, faculties and research institutions. For example, there are two different research organisations focussed on biosensors/biosensing, one in one faculty focussed on biosensors, one in another focussed on biosensing, there is limited collaboration (although there is some) and unnecessary competition between these two. There are initiatives to increase cross-disciplinary work but only within a faculty and not across it, despite obvious routes for cross-faculty collaboration, due to the slightly odd layout of departments within faculties (the biology departments are with the humanities in a different faculty to computer science, and mathematics is put in with engineering and design, separate from computer science). This leads to wasted resources, with similar lab facilities empty within one faculty and crowded in another and wasted opportunities to bring in money from external companies where cross-faculty collaboration would lead to a better service. Cronyism. Jobs do not go to the best qualified candidate. There is an effort to appear fair, but it is not very convincing. I saw one job get awarded to an internal candidate in what was supposed to be a fair and open competition where we were invited to attend job presentations of the candidates. However, in this case there were only 2 candidates short-listed, the external dropped out, the job was de facto awarded to the internal candidate and this was presented as a fair process. The best way to get ahead is to suck up to middle management and attempt to procure yourself a defender (or several) at the departmental and faculty level. With such a defender, you can easily win internal funding competitions and promotions, without one, you might as well give up on any internal funding competitions and apply for external money. Putting time and effort into internal PR and propaganda is worthwhile as well. But be careful, overdoing the propaganda and seeming to over-succeed will alienate your co-workers and defenders. These issues take place at other universities, but because UWE is so internally focussed (almost solipsistic in its approach to research reward!) it is extra bad here. In some departments there is a huge morale problem at the post-doc level. This is due to lack of leadership, bad management and cronyism, but also to do with the over-focus on the teaching staff as compared to research staff (this is something the university has worked to address, although more work is needed). However, the teaching staff are demoralised as well, as the teaching load is very heavy and they are required to produce 4 high impact publications every four years as well. The obvious solution of cultivating and promoting research-focussed post-docs to 'carry-the-load' of REF success and to collaborate with the primarily teaching staff to give them high impact research has not been attempted. In fact, due to the poor management of the researchers, there is a distrust between the primarily teaching and primarily research faculty which makes such collaboration unlikely to emerge. Financial reward is random. If you start fresh from a PhD you may be appointed at either a RA(ssociate) or RF level, it seems to be random, and is unfair and divisive. If you start at RA, you will need to swing a promotion to RF to get the same reward as one of your colleagues, this will take at least a year and a half as you can only try once every 6 months, you can't do it during your probation and are unlikely to get it first time. So, in an interview, try and get RF level and be polite and don't tell your colleagues! There is a pay increase every year (as mandated by the Research Councils), this depends to time spent at UWE and is not related to the outcome of your personal development review, so no amount of success will allow you to progress faster. There are cases of RA's with the same qualifications outperforming higher paid RF's. The management seem to believe this is a fair system. There is no language school, so faculty can't get cheap evening classes in foreign languages. The library lacks subscriptions to some necessary journals. You can get them via the British library and every researcher has access to this service, but it adds to the time taken to get the appropriate literature.Continue reading